Jeff Vaughn, a former Los Angeles television news anchor, says a 2022 billboard featuring his co-anchors – none of whom were straight white men – was the first sign that his demographic was becoming a liability. That feeling culminated in his firing in 2023, a dismissal he alleges was tied to the network’s diversity initiatives. Vaughn subsequently sued CBS, and his case is scheduled to go to trial in September.
Vaughn’s experience is becoming increasingly common, as a growing number of white men are pursuing legal claims alleging discrimination in the workplace. This surge is fueled, in part, by a concerted effort from the Trump administration to encourage such lawsuits, viewing diversity, equity, and inclusion (DEI) programs as potentially discriminatory.
In December , the U.S. Equal Employment Opportunity Commission (EEOC), under the leadership of Chair Andrea Lucas, urged white men to come forward with complaints about their treatment by employers prioritizing workforce diversification. Lucas posted a video to social media stating, “Are you a white male who has experienced discrimination at work based on your race or sex? You may have a claim to recover money under federal civil rights laws.” The post garnered approximately 6 million views and 4,000 comments.
However, pursuing these claims isn’t without risk. Many white men who have filed lawsuits are discovering a harsh reality familiar to employees of all backgrounds who challenge their employers: litigation can significantly damage career prospects. Vaughn himself hasn’t been able to secure another network job since filing his suit and is now creating content for conservative media outlets at a reduced salary. “I knew that filing a lawsuit against CBS would mean that I would never work in mainstream media again,” he stated.
CBS, whose parent company Paramount Global recently agreed to scale back many of its DEI practices ahead of a merger with Skydance Media, maintains that Vaughn was terminated due to poor performance and asserts its right to determine its on-air talent. The company declined to provide further comment.
The legal challenges aren’t limited to CBS. America First Legal (AFL), a conservative non-profit, is representing Vaughn and other white men in cases against companies including Meta Platforms, International Business Machines, and Shell. On , the EEOC disclosed it was investigating whether Nike violated workplace rules by setting hiring goals for under-represented groups.
The shift in momentum is also being felt in the legal system. The U.S. Supreme Court ruled unanimously in June that anti-discrimination laws apply equally to all, regardless of demographic characteristics. This ruling, coupled with the EEOC’s proactive stance, has raised awareness of potential legal recourse for white men who believe they have been discriminated against.
Despite this, the broader context reveals a complex landscape. Men still hold 90% of CEO positions at S&P 500 companies and approximately three-quarters of all C-suite roles. The representation of Black men and women in these top positions remains exceedingly low, currently hovering around 1%. While the proportion of white men on S&P 500 boards fell below 50% in for the first time, they still maintain significant representation in corporate leadership.
The conservative backlash against DEI initiatives is gaining traction. Groups like America First Legal, the Heritage Foundation, and the National Center for Public Policy Research argue that diversity efforts have gone too far. President Trump has pledged to dismantle DEI programs as one of his first acts in a second term.
Andrea Lucas, appointed by Trump as EEOC chair, emphasizes the agency’s commitment to “evenhanded enforcement” of employment civil rights laws. She aims to dispel the notion that only certain groups are welcome to file claims, stating, “There has been a strong misimpression that they were not covered by the laws.” She added that no group has a lesser or greater right to sue.
The EEOC currently receives between 80,000 and 90,000 complaints annually, most of which are handled confidentially. While the agency doesn’t release specific data on claims filed by white men, Lucas believes the response to her social media post indicates a significant level of interest.
However, experts caution that pursuing discrimination claims carries inherent risks. Elizabeth Tippett, a professor at the University of Oregon School of Law, notes that “people who sue, broadly, tend to have trouble getting new jobs,” mirroring the challenges faced by individuals of any gender, race, or sexual orientation who take legal action against their employers.
Gloria Allred, a prominent attorney specializing in discrimination and harassment cases, advises clients that “the best day in your lawsuit is generally the day you file the lawsuit. After that, it’s war, not peace.”
James Harker, a former freelance lighting technician, experienced this firsthand. After suing Meta, along with an advertising agency, over a DEI internship program he considered discriminatory, he found himself unable to secure further employment. His case was dismissed in and is currently under appeal. Harker claims he has depleted his savings while awaiting a resolution.
One notable success story involves David Duvall, who won over $4.8 million after a jury found that Novant Health wrongfully terminated him, with race and/or sex being a motivating factor. However, even Duvall faced career repercussions, losing a subsequent job after the case gained national attention.
The cases highlight a fundamental tension: while the legal system aims to protect against discrimination, the act of pursuing a claim can itself create barriers to future employment. This dynamic underscores the challenges of balancing legal rights with career preservation, a dilemma faced by plaintiffs regardless of their demographic background.
